Our Washington DC equal pay lawyers have devoted their careers to advocating for equality in the workplace. We believe that all employees regardless of whether they are a man or a woman should receive equal pay for equal work.
Although efforts have been made to close the gap in disparities in pay between men and women, great injustice still persists. If you are being paid unfairly because of your sex, we may be able to take your case. Reach out to an experienced FLSA attorney today.
The Equal Pay Act (EPA) is an important federal law that prohibits wage discrimination based on sex. The EPA amended the Fair Labor Standards Act (FLSA) and provides additional wage and hour protections for employees.
Specifically, the EPA mandates that men and women working at the same establishment under the same conditions should be paid equal wages if their jobs require essentially the same skill, effort and responsibility. These elements refer to factors like experience, education, physical exertion, and accountability.
Wage discrimination is unlawful within the same establishment, which refers to a specific physical workplace. So, a company with offices around the country would not be required to pay men and women equally across all offices.
In some cases, an employer may have valid justifications and defenses to account for differences in compensation among employees. Using factors other than sex, like seniority or merit, to determine compensation will likely not violate the EPA. Employees in job positions that require more education or responsibilities can reasonably be compensated more than employees in roles that do not require the same advanced skill set.
Employees who are not receiving the same compensation as their peers may have a foundation for a claim pursuant to one of many federal anti-discrimination statutes aside from the EPA. Title VII of the Civil Rights Act of 1964 (Title VII), the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA) protect employees from workplace discrimination.
These laws also prohibit discrimination on the basis of other characteristics including race, color, age, national origin, religion, and disability. Inequalities in pay between employees without justification that negatively impact members of a protected class may create the basis for a case based on unequal pay. Consult with a seasoned DC equal pay lawyer for more information.
The District of Columbia Human Rights Act (DCHRA) also prohibits discrimination in the workplace based on sex at a local level in Washington DC. The DCHRA includes characteristics that are not covered by federal law such as gender identity or expression, political affiliation, personal appearance and family responsibilities.
Unlike the EPA, Title VII, the ADA and the ADEA, which are enforced by the Equal Opportunity Employment Commission (EEOC), violations of the DCHRA are investigated and enforced by the District of Columbia Office of Human Rights.
Employees who are not receiving equal pay have different avenues available to pursue a claim. Our Washington DC equal pay lawyers handle claims under the EPA and other federal and state anti-discrimination laws and are available to meet with you to talk about your case.
